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Some employers believe that they only have to pay employees for the time that they are actually productive, i.e. working or producing things. However, in many circumstances, employers should actually be paying for time when an employee is not engaged in such pursuits. Activities such as pre-shift meetings, turning on computers, changing into a uniform, time spent driving from the workplace to another site, and in some circumstances idle time, including on call time, are all times where an employer may need to compensate the employee.
It is the employer’s burden to track and pay their employees for this time. If they fail to properly track that time, a Court may use the employee’s testimony to establish how much time was worked by the employee, and in some cases, written documentation is not necessary. However, it is always a good idea for the employee to keep separate records of the time they spent working, so that in the event of a dispute, there is a written, documented record on which the employee can rely.